Gender Issues Women Face Thereis this huge impression in our society that men are the money makers in thebusiness world.
They are the “hot shots” that make big things happen. This istrue, but today women are seeking a new desire. Women are making greatimprovements in the workforce. While women are taking part in the workforce,there are still some issues holding women back more than men. These issues involveof pay wage gap, and overall gender inequality that has grown in the modern-dayworkplace. The world of business is evolving.
Years ago,men were the only individuals to make upthe accounting field. Things are different now. Today, women make up of halfthe industry. As more women are becoming educated, more women are becoming a partof the business world. As a female, I will be graduating with a Bachelor’sdegree in Accounting. Pretty soon, I will be entering the accounting workforce.
I feel that I connect to this issue and I am very intrigued to learn more ofthe issues women face. Today, women make up a great portionof the workplace. Women make up 61.3% of all accountants and auditors in theUnited States (Catalyst, 2018). This canbe credited to the fact that more women are obtaining a higher education.
Sincewomen are getting a greater education, it is letting them become a competitionto men. Women typically are still making less money than their male peers, working less, and are seen are lesssuitable for their jobs. Thereis a wage gap between men and women.
In a recent study, women working asaccountants earned on average a weekly salary of approximately $1,018, comparedto the weekly salary of $1,441 earned by men in the same field in 2016(Catalyst, 2018). Gender wagegap is unquestionably discriminating. Pay should be judged on experience andone’s ability, not gender.
In some cases, women do the same job as men, butagain, are being paid less. A woman can do the same work and work just as hardas a man. Why does this gender wage gap still exist?Womentoday are gaining more education from colleges and universities. The moreeducation a woman has should mean a higher paying job. According to statisticsin 2016, around 33.7% of women graduated college with a degree. This is eighttimes more being compared to the 1940’s (US Census Bureau). However, moreeducation does not acquire equal pay for women.
According to the U.S. CensusBureau, women make about .79 cents for every dollar men earn, the smallest gapsince the 1960s. Anotherreason why women in accounting positions are paid less is because they workfewer hours. After having children, women are expected to stop working alltogether or to take a maternity leave. Out of both parents, the mother isusually the one who decides to cut back on work to stay home with theirchildren. Becoming a mother can be a huge obstacle for a woman.
Subsequently,the initial role of a woman is to stay home and raise a family. Men and womenare agreeing that having a flexible work schedule would help balance out familyand work lives (The Mergis Group). Two-thirds of women believe accounting is acareer path that provides a good work/life balance (The Mergis Group). Men feelthat asking for reduced hours will make them be viewed as weak and hurt theirchances in their career, so generally women take advantage of the flexibilityto balance a career and family matters. Womenexperience lower pay for many “reasons”.
Some include the glass ceiling, lesseducation, experience, and mommy duties. Among these, the glass ceiling isbelieved to be the harshest form of discrimination. This term is used todescribe the inequality between men and women in this profession. The “glassceiling” refers to how males in the accounting profession always dominate thetop positions in a company, and no matter how good a woman is at their job, itis almost impossible for them to break through the “glass ceiling” (Reiner). Womenare eager to advance. They have the skills and attitudes that would help buildthem to the top if it weren’t for the views on gender differences. Intoday’s society, women and men are delaying getting married and havingchildren.
Many people today want to focus on their education and career. Amajority of men (88%) and women (86%) would encourage young women to pursue theaccounting field (The Mergis Group). Only about 66% of women feel this is acareer path that allows them to have that personal and professional balance(The Mergis Group). As said by the human capital theory, parenting takes awayfrom the time that could be spent learning job skills, job skills that arevital early on in one’s career (Staff, 2014). In total women make up 47% of the workforce inthe United States. Women and men are roughly equal in numbers in joining theworkforce, however, women have small percentages in top spots. For example,women hold 15% of executive positions, 8% of top positions or earners, andunder 5% of Fortune 500 CEOs. Men and women want to advance their career untilthey are comfortable and ready to start a family.
The accounting workforcepromotes growth and women are trying to break through the “glass ceilings”. Genderinequality has a variable that changes no matter what the job is or whatworkforce a woman is entering. Country and culture. European countries andCanada have the least amount of gender inequality (Haines). Whether it is inaccounting or other careers, in these areas women have decreased the gap to menin the workforce.
For example, in Canada, women hold over 50% of auditors andaccountant jobs in their workforce. There are over ten countries in Europe thathave women in the accounting workforce holding over 50% of the positions there.Some of the biggest gender inequality gaps are found in Africa and the MiddleEast. These gaps come from the culture women the women live in or thelifestyles they inherit from their society.
Whatdoes it take to become one of the most powerful woman in the accountingworkforce? Women have to be just as educated if not more than a man to getahead. Getting a Master’s or a CPA license on the end of your name creates moregrowth in the accounting workforce for a woman. Most of the most powerful womenin the accounting workforce have Master’s, CPAs, CFEs, or CVAs.
Whether thesewomen have worked their way up to their position or given the opportunity tohold a powerful position because of their accomplishments, going the extra mileto get more certificates or higher education gives women the chance to closethe gender gap. Howcan the accounting workforce in America close and become more equal for men andwomen? People say accounting is a flexible career, yet women lost thatflexibility because of motherhood. More accounting jobs should allow or offerwomen to work from home during their maternity leave to lessen genderinequality. Women gain just as many job opportunities as men, but turn themdown due to the heavy demand on hours and work. Yet women shouldn’t be afraidof that. Look at the medical workforce.
A mother couldn’t run out of a surgerybecause their child got in trouble at school. Accounting offers flexibilityeven for mothers to work just as hard as a man. Firms set main business hourswhere the workload is the busiest and men and women have the opportunities towork during those hours and more if they want.
Howwell trained are managers in the accounting workplace? Yes, companies hire orpromote managers for their performance at work or in their career. But, do thenewly hired managers know how to manage? A manager can help or hurt a workplacewhether it is based on performance or gender equality. A company can get a badreputation if people find out a manager favors men more than women or punishesthe women for maternity leave or time off. Bad managers don’t have to be a badperson, they are just badly trained managers. Great managers in the workforcewill attract great employees and greater equality in the workplace under his orher management. Wantto find out if the employees in an accounting firm think they are all equal?Post everyone’s salary in the break room or somewhere in the office foreveryone to see. Look and listen to how the employees react to seeing thesalaries of their coworkers.
Do the men and women feel like there is a big orsmall pay wage gap? The National Labor Relations Act give employees the rightto discuss conditions in the workplace even including salaries. Let’s take it astep further. Imagine when you get a job offer it doesn’t say you earn $80,000a year, bimonthly, but on the job offer it has the names of men and women withthe same job saying these people earn $80,000 a year? This closes a big gapbetween gender inequality and pay wage gap. Both men and women would know whatothers who have the same job made that year working for that company. If theyoffer a woman say $70,000 a year when a man was making $80,000 a year, than awoman can fight for equal pay and be treated the same for the work she doesjust like the man making more money. Dostereotypes still hold women back in the workforce? Gender stereotypes are hardto break whether fighting it or not. The problem is people and even companiesstill engage in stereotypes about men and women in the workforce.
Public policyhas such a huge impact on gender equality in the workplace (Rollert). Whetherit is legislation making changes or companies reviewing their policies forworkplace equality, the equality has to start from the top and make its waydown. Society should recognize the contributions and work man or woman make andencourage equality in the workplace and grow past and change the way we look atstereotypes. Accountingis just one of many workforce’s women have made an impact in gender equality.Many big name companies have created programs and found ways to eliminategender equality and pay wage gap. Apple, Google and Microsoft are companieswith thousands of employees and they all feel they are treated equal, havegreat managers and flexibility to meet everyone’s need. Target and Home Depotare more on the labor side of the workforce and they offer women and workingmother plenty of work hours and advancement in the company.
More and morecompanies are realizing the less gender inequality in the workplace for theircompany, the more profitable and the higher the reputation that company holdsin the eyes of the public.Thereis a question, a woman like myself, I have to ask myself with the media thispast year. Will the recent outbreaks of sexual harassment and workplacemisconduct slow down or hurt women’s progress in gender equality? The mediathis past year has shown a lot of women coming out about the sexual harassmentand poor treatment they received because they were a woman. Those men thoughtthey could take advantage of those women and they never thought they wouldspeak up. I’m happy for the women that spoke up and stood up for themselves.
Those men thought they were more powerful because they had more money. This wasa sign of gender inequality for years in the movie and entertainment industry.Women should not let the wrongful actions of those men stop them from workingin these industries. They should use this information to be more aware movingforward that men think they can take advantage of women.
No matter how muchmoney they make or what movies they make, they can’t use that as power overwomen.Movingforward, the accounting workforce will be a leading runner in closing the paywage gap and less and less gender inequality. Over the years, women have beenpaid less for doing the same work as a man in the accounting industry.
Womenare receiving higher educations and obtaining more certificates and licenses toadvance through the workforce. Women today have more opportunities to be at thetop of their company and make equal pay with the men in their company. Men andwomen are close in numbers in the workforce, but women have a very smallpercentage in top positions in accounting firms. There are countries that havegone to great lengths to improve gender equality. Those countries have women inequal or more spots in accounting.
Womenhave an obstacle that has been a part of their lives for years. When a womanbecomes a mother, she will leave take maternal leave and take care of her newfamily. When a woman takes this time and more time to come in the child’sfuture, she sacrifices hours and job opportunities to advance in the company.Women should be rewarded for the education they earned and the work they have putin for the company. The company should train the management team to be equal toall employees regardless of their race. Companies should use the salaries ofthose of the same work for men and women to close the pay wage gap. My futureand career is in accounting and I am sure when it is time for me to stepthrough the door into the workforce, women will be treated equal and get paidthe same as a man for the same work in what we love to do.